27 April 1999
Royal Decree-Law 5/1999, which provides incentives for the conversion of temporary employment contracts into permanent ones, came into force in Spain in early April 1999. This decree reaffirms the continuity of the measures designed to promote secure employment introduced since 1997.
27 April 1999
The Spanish Supreme Court ruled in April 1999 that a collective agreement establishing a "dual pay scale" is lawful. This is the first time that a court has endorsed an agreement of this type. Signed by trade unions and management at Caja de Ahorros de Asturias, the deal in question introduced separate pay systems for workers in the Asturias region and outside it.
27 April 1999
The latest annual report on Spain published by the International Monetary Fund (IMF) met varying reactions in April 1999. Employers' associations and the Spanish government have expressed their satisfaction with its recommendations, though the trade unions have criticised their "neo-liberal" character.
27 March 1999
JEVSA is the first private company based in Catalonia in which an agreement has been reached on employment and working time, under the auspices of this Spanish region's "pact for employment". Signed in December 1998, the JEVSA agreement is based on a scheme providing incentives to promote permanent employment contracts by reducing and reorganising working time.
27 December 1998
In November 1998, the Minister for Public Administration and trade union representatives from CC.OO, UGT, CSI-CSIF, ELA-STV and CIG signed the first "single agreement for non-civil service staff" of the central Spanish state administration, covering approximately 100,000 workers.
27 December 1998
In October 1998, the construction federation of the Spanish CC.OO trade union confederation embarked on a procedure (known as a popular legislative initiative) to promote a non-government legislative bill to regulate subcontracting in the sector. Parliament has accepted submission of the proposal.
27 September 1998
In Spain, from the beginning of September 1998, the contracts of workers recruited to replace those on leave for maternity, adoption or fostering are exempted from social security contributions. This measure, which eliminates the double cost of these contracts for companies, seeks to promote equality at work for women and has been welcomed by the social partners, though the trade unions are calling for a more ambitious plan of action.
27 May 1998
In March 1998, the metalworking employers' organisation, CONFEMETAL, and the metalworking federations of the UGT, CC.OO and CIGA trade unions signed an /Agreement on the structure of collective bargaining in the metalworking industry/, aimed at rationalising bargaining in the sector. This is the first agreement of this type to be signed following 1997's intersectoral agreement on collective bargaining.
27 April 1998
On 27 March, the Spanish Government approved two decrees on training contracts (contratos de formación) and on "reduced part-time" contracts (contratos a tiempo parcial reducido). These decrees aim to increase the level of social protection guaranteed in these kinds of employment contract. From now on, workers with training contracts will be entitled to full social benefits for temporary incapacity. Moreover, workers with reduced part-time contracts (that is, those covering work for less than 12 hours a week or 48 hours a month) will be entitled to all benefits (pensions, unemployment benefit and temporary incapacity benefit). The Government has thus fulfilled the commitment that it made to the social partners after the "April agreements" - on employment stability, collective bargaining and filling the gaps in regulation - were concluded in 1997, although almost one year later (ES9706211F ).  www.eurofound.europa.eu/ef/observatories/eurwork/articles/undefined-working-conditions-law-and-regulation/the-1997-labour-reform-in-spain-the-april-agreements
27 March 1998
In February 1998, the Spanish Government and trade unions finally reached an agreement on the Basic Statute of the Civil Service. The new Statute introduces important changes for civil servants: greater recognition of collective bargaining; a new system of occupational grading and pay scales; and greater functional and geographical mobility.